基于杂合遗传算法的工艺路线可变Job Shop调度研究

提出一种将遗传算法与启发式规则、模拟退火法等搜索方法结合在一起的杂合遗传算法,用于求解工艺路线可变的JobShop调度问题。通过对某双极型集成电路封装企业的JobShop调度仿真,结果表明算法是有效和可行的。     

消极互惠:心理契约违背对商业模式创新的影响机理研究——一个有调节的中介模型

创新者的心理契约对其在组织中的创新行为起到重要的影响作用,但对心理契约违背如何影响商业模式创新还缺乏深入的探究。论文从消极认知的视角出发,以社会交换理论、马斯洛需求层次理论及认知失调理论为基础,运用结构方程模型与Bootstrap相结合的方法,探讨了心理契约违背对商业模式创新的作用路径,重点分析了自我实现破坏的中介作用以及职场排斥对这一中介路径的调节作用。研究结果表明:(1)心理契约违背对商业模式创新的直接作用不显著;(2)自我实现破坏分别在交易契约违背、发展契约违背、关系契约违背与商业模式创新的关系中起到完全中介作用;(3)职场排斥在自我实现破坏与商业模式创新间的关系中起到调节作用;(4)职场排斥在心理契约违背、自我实现破坏与商业模式创新的中介关系中起到调节作用。在此基础上,研究提出了相关建议。     

组织职业生涯管理与工作卷入关系的研究

本研究以龙立荣开发的组织职业生涯管理问卷的简缩版和修订过的Kanungo的工作卷入问卷为测量工具,对多家企业的员工进行了调查。统计分析结果显示:组织职业生涯管理与员工的工作卷入之间存在显著的正相关关系,组织职业生涯管理中的各个维度与员工工作卷入的相关关系均达到了显著性水平,其中与员工工作卷入相关性最大的是“晋升公平”,相关性最小的是“注重培训”。此研究证明了组织职业生涯管理的必要性。     

The recovery paradox: Portraying the complex interplay between job stressors,lack of recovery,and poor well-being

Job stressors such as time pressure, organizational constraints, and interpersonal conflicts matter for individual well-being within organizations, both at the day level and over longer periods of time. Recovery-enhancing processes such as psychological detachment from work during nonwork time, physical exercise, and sleep have the potential to protect well-being. Although the experience of job stressors calls for effective recovery processes, empirical research shows that recovery processes actually are impaired when job stressors are high (recovery paradox). This article presents explanations for the recovery paradox, discusses moderating factors, and suggests avenues for future research.     

Individual differences in the perception of occupational stress and their association with blood pressure status

Casual blood pressure (BP) was recorded in a sample of 217 working adults. A questionnaire was used to obtain subjective reports of job stress. comparisons were made between a group with elevated BP and a normotensive group. The high BP group appeared to perceive more stress. In particular, scores on the role conflict, job versus non-job conflict and type A scales reliably differentiated the groups. In contrast, for the job satisfaction items, no difference between the groups was observed. There appeared to be some association between reported occupational stress and BP level.     

Healthy lower backs in the construction industry in Sweden

This corss-sectional study exmaines the relationship between healthy lower and psychosocial and physical factors in a random sample of 1773 male construction workers. Infoamtion on lower back status, lifestyle habits, stress, psychosomatic and psychological symptoms, psychosocizal demands and resoruces and physical workload were collected by means of a postal questionnaire. Measures of psycholocial and physical factors were based on factor analysis of the data. The criterion variable 'healthy lower back' (HLB)—no lifetime history of low back pain—proved to be valid compared with an interview and a physical examination. A total of 216 workers (12%) reported HLB. The prevalance rate decreased significantly with increasing age. The prevalence rate of HLB was 6% among workers reporting high stress levels. It was postively influenced when there was a balance between demands and resoruces. A low level of physical workload also increased the prevalence rate of HLB. When age, lifestyle and physical factors were kept constant in a multivariate analysis high scores on the discretions index and low scores on eh psychosomatic, psychological and stress indices cosntributed significantly to an increase prevalence rate of HLB.     

Chronic strain,daily work stress and pain among workers with rheumatoid arthritis: Does job stress make a bad day worse?

The structure of the job and the daily experience of work are challenges for workers with rheumatoid arthritis. Yet little is known about how these two factors interact to put workers with chronic pain at risk for worse pain on a given day. This exploratory 20 workday diary study of 27 workers with rheumatoid arthritis used hierarchical linear modelling to examine how the structure of the job and neuroticism moderate the relationship between daily undesirable work events (daily stressors), and pain reports within a day. On days with more undesirable work events compared to days with fewer events, individuals with jobs associated with job ‘strain’ (high demand/low control) reported greater midday pain, irrespective of neuroticism and negative mood, than workers with other combinations of demand and control. These findings demonstrate the utility of analysing fluctuating within-person relationships among pain, mood and daily work stressors within the context of the structure of the job, and helps to explain why daily work stressors result in worse health outcomes for some but not all workers with RA.     

A re-analysis of the occupational stress indicator

Abstract

This paper investigates the reliability of the Occupational Stress Indicator (OSI). Data from a sample of university staff, drawn from all areas of an urban university, are used to reassess the apparently low reliabilities of many of the OSI subscales reported by Cooper et al. (1988). In addition, factor analysis results are reported for the first time for the sources of pressure data. The reliability data reported here, while higher reliabilities than originally obtained, remain unacceptably low. A lack of stability in the device as it is currently formulated seems apparent. The paper also presents for the first time a detailed analysis of the sources of pressure scale, indicating a solution different from that proposed by Cooper et al. (1988). Certain areas of the OSI clearly need refinement; the inclusion of locus of control and type A behaviour as personality variables in particular is called into question. Observations regarding the particular strengths and weaknesses of this device, and suggestions for future refinements, are offered.     

The effect of capacity management strategies on employees' well-being: A quantitative investigation into the long-term healthcare industry

The aim of this study is to understand the effects of different capacity management strategies on the well-being of employees in long-term healthcare organizations. Such strategies may produce psychological effects in terms of job satisfaction and well-being among employees, namely frontline employees, thus affecting service quality. We collected 2158 observations from 42 nursing homes in Italy. Our results show that all capacity management strategies addressed in this study can influence the perceived degree of fatigue or of job hazard, and some of them can influence both. Moreover, a better perception of job hazard and fatigue leads to a higher degree of reported well-being from employees, although with the former, it is only through the mediation of job satisfaction. We conclude our paper by discussing theoretical contributions and policy implications.